Effective Workplace Culture In Healthcare

Answer :

WORKPLACE CULTURE IN HEALTHCARE

Introduction 

In order to meet the competency levels of business it is a crucial aspect to follow an effective workplace culture inside the firm. Healthcare is a vital need of society since appropriate healthcare comes under fundamental rights of people. In this regard, current essay demonstrates a theoretical overview of the workplace culture. Additionally, the thesis elicits effective workplace culture implications in practical life. Different aspects are discussed in this critique like person-centered care, patient outcomes and staff satisfaction along with retention. Moreover, the essay sheds light on Practice Development Principle and thereby principle two is related to workplace culture.

1. Theoretical overview of Workplace Culture 

It is obvious to maintain merit quality healthcare services inside organisation whereby the workplace culture can be developed sustainably. In this regard, theoretical approaches have required that act as building blocks in creating effective workplace culture. Manley et al. (2011) opined that with the application of socially constructed workplace culture, that is appropriate for healthcare services, it is easy to meet the goals of healthcare. Nevertheless, time is an essential factor for developing workplace culture that offers experiences. In order to learn the lesson from time it is obvious understanding social attributes whereby pre-defined cultural needs can be met. In a similar vein, understanding the construction of workplace culture is another important part for employing effective workplace culture inside healthcare firms (Scott et al. 2018). Thus, inter-linked values and cultures need to be identified properly for developing the cultural aspects inside firm.

In order to create an effective workplace culture, several phases can be identified and these phases are required to be met to reach the goals. Besides this, effective healthcare requires to follow evidence-based practices that can assist healthcare providers in their work. Supporting this Jeffreys (2015) commented that, using the learning outcomes from workplace culture, services can be improved whereby cultural competencies can be met successfully. Hence, to create an effective workplace culture in healthcare organisation, inclusion of safety policies for every stakeholder matters the most. Additionally, adoption of idioculture enables knowledge enrichment to the healthcare providers whereby different requirements of different culture can be identified and exerted. Moreover, involvement of shared-governance delivers information regarding every necessary aspect and thereby cultural competencies can be reached and effective workplace culture can be adopted by healthcare firms.

2. Practical implications of effective Workplace Culture 

a. Person-centered care 

It is obvious identifying the needs of the patient for providing apt care to them. Hence, person-centered care can be considered as an ideal solution in way of implementing effective workplace culture practically. McCormack & McCance (2016) conveyed that every patient requires appropriate treatment that is impossible without following the necessary healthcare framework. Hence, an approach like person-centered care develops knowledge related to patient requirements whereby necessary actions can be incorporated. However, it is important understanding the difference between person-centered care and patient-centered care (Manley et al. 2011). Caregivers need to be reminded that every patient is a person first thus treating a patient as an individual improves quality of service for them.

Along with this, patient-centered care offers specific services that are applicable only over patients whereby person-centered approach delivers full-proof services including staff retention management. In this regard, incorporation of person-centered care delivers a more suitable environment to the stakeholders that are required to create effective workplace culture. Arguing over the fact Truong, Paradies & Priest (2014) praised the interventions that offer better healthcare framework. Since cultural competency is important for developing the workplace culture, thus interventions offer knowledge enrichment through information sharing activities. Hence, implementing this fact in person-centered care the healthcare services can attain excellence.

Alongside, employees are pillars for developing the workplace culture thus it is obvious understanding demands of staff and meeting them specifically. Person-centered approach enables healthcare management creating a suitable environment for the staffs whereby relationship with staffs can be improved significantly. As viewed by Brummel‐Smith et al. (2016), offering dignity to the staffs is an essential part of employing effective workplace culture. Hence, staff retention can be motivated with the help of person-centered care that can develop the existing framework of healthcare workplace culture. Nonetheless, patients are considered as prime assets of healthcare organisation thus offering due respect is another important task for implementing effective workplace culture.

Furthermore, it is worth noting that person-centered care is an approach based on mutual trust that requires the attention of every entity engaged with it. Hence, interpersonal skills of workers can be enhanced using this approach for the application of effective workplace culture. Barbosa et al. (2015) postulated that person-centered care involve systematic review of the patient. Thus, to implement the person-centered care approach inside healthcare industry it is obvious evaluating this need efficiently. Hence, evaluating the needs of patient with proper interventions healthcare services can be developed remarkably that are essential for workplace culture improvement.

Moreover, humanistic caring approaches are indispensible for developing the workplace culture inside healthcare firm. As stated by Laschinger (2014) patient requires developed services that are risk-eliminated. Hence, person-centered care can be considered as an approach covering all the necessary underpinnings along with patient-centered care. As for an example, self-determination is possible using the approach whereby the necessary actions can be involved for patient care. Besides this, understanding the value of mutual respect as well as development of the patient-staff relationship is possible is possible using this approach. Hence, employing this approach in practical healthcare services it is possible for the healthcare organisations to elevate their reputation.

b. Patient outcomes 

Patient outcomes can be considered as a reflection of degree of care for the patients that are served by health caregivers. In this regard, assessment of patient outcome is an important criterion for the development of workplace culture. As stated earlier, patients are key assets of healthcare firms thus; it is important meeting the needs of these patients. Melnyk et al. (2014) pointed out that using evidence-based practice inside healthcare firms patients can be handled with proper care. Thus, toxic cultures can be eliminated in this manner from the healthcare services and thereby necessary workplace criteria can be met by caregivers.

It is evident to appoint experienced doctors in a healthcare firm to understand the needs of patients. Patient believes need proper evaluation for developing the workplace culture and in this regard, incorporation of an appropriate degree of care is necessary. Manojlovich & Ketefian (2016) conveyed that there is a huge impact of organisational culture on the patient outcomes. Hence, using the in-depth knowledge and experience caregivers can identify the needs of respective patients and thereby the services can be developed accordingly. Additionally, gathering opinions from patients is another important part of patient outcomes that deliver advanced services to the patients.

On the other hand, evaluation of the patient need is key objective of patient outcomes assessment. In this scenario, appropriateness of service is playing the most important role in improving patient outcomes. Hence, with the improvement of patient outcomes it is possible for healthcare companies to employ effective workplace culture inside it. On the contrary, Cole, Oliver & Blaviesciunaite (2014) opined that incorporation of change is necessary requirement for developing the workplace culture. Thus to remain competitive inside healthcare industry it is important to implement the necessary changes and thereby generating advancements. Similarly, using the patient outcomes, as standards nature of service can be determined that is required for further improvements.

Besides this, several ways can be adhered to improve the patient outcomes for a healthcare company. As for an example, promotion of well-informed diagnoses helps in the reputation enhancement of the firm. Hence, considering this fact as an enthusiastic fact and using the outcomes for future diagnoses healthcare services can be improved remarkably. Scott et al. (2018) observed that there is an intense relationship between performance of healthcare and workplace culture. In this context, healthcare organisations need to hire efficient staffs those are trained with care-giving strategies. Hence, gathering knowledge from these services healthcare can be developed further.

 In a similar vein, treating patients with apt care develops the image of healthcare organisation whereby the reliability of firm can be elevated within society. Due to this, adoption of advanced technology is another important aspect that needs to be obeyed by the healthcare companies to develop their services. Jeffreys (2015) coined that efficient reduction of cultural barriers can exhibit an improved healthcare service. Thus treatment plans need to be optimized initially before offering them to the patients. Moreover, effective communication with patients and staffs deliver insights into their requirements and attaining these requirements services can be developed by health caregivers, which helps in practicing effective workplace culture.

c. Staff satisfaction and retention 

Staffs can be considered as key resource of organisation those assist firm in meeting pre-defined goals and objectives. Hence, it is essential for healthcare firms to maintain policies that are satisfactory for workers. As opined by Cloutier et al. (2015), effective strategies incorporation helps in employee retention enhancement. Healthcare industry requires professionalism of employees in order to meet the satisfaction level of clients. Hence, it is obvious to involve the efficient staffs inside firm whereby healthcare services can be developed. In this context, knowledge distribution of seniors can assist the subordinates to understand key necessities of employer. Therefore, distribution of knowledge develops skill among employees and employees can deliver services that are more prominent to their patients.

Besides this, measurement of employee dedication is another important factor for enhancing the employee retention inside firm. Staffs require knowing the gap in them in order to rectify their issues. Supporting this Chang et al. (2017) opined that using the gap analysis strategy, employees could be provided sufficient knowledge regarding their drawbacks. Hence, understanding the criticalness of issue staffs can rectify their issue whereby employee efficiency elevation is possible. Hence, healthcare professionals can intensify their efficient worker base by offering knowledge regarding workplace requirement. Similarly, inclusion of rewarding practice inside employer can elevate the dedication of workers, which is necessary for attaining the healthcare goals.

In a similar vein, to increase the employee retention, healthcare organisations need to reflect an improved brand image of firm. It is obvious for employees to desire a company that is market dominator. Hence, to emerge as market dominator firm, healthcare firms need to provide improved assistance to their patients. Truong, Paradies & Priest (2014) viewed that effective intervention of leaders and managers can help in understanding employees demand. As for an example, employees need cooperative colleagues to enrich their knowledge with work environment needs. Thus, leaders and managers of firm need to identify the issues that are disturbing employees’ internal cooperation and thereby immediate mitigation of these issues is important.

It is necessary to mitigate the employee dissatisfaction issues inside firm as it impacts adversely in the growth of employer. Since employee dissatisfaction is prime factor for employee turnover issue, thus healthcare organisations need to uproot this issue wisely. Cloutier et al. (2015) added that improved strategies like effective communication and meeting could subdue the threat of employee turnover. In order to treat patients with care effective employee base bares foremost importance. Thus, leaders of healthcare organisations require conducting regular intervention on their employee activities. This can strengthen the relationship between employee and hierarchy whereby patients can grab effective services.

Moreover, understanding the psychological requirement of staff and offering mental support is the most vital part for elevation of employee determination. Improper understandings of workplace culture can deteriorate the performance of staff that can de-motivate the employees. Chang et al. (2017) opined that an effective measurement of staff satisfaction delivers knowledge related to staff requirements. Thereby every firm can reach the satisfaction level of their employees and employee retention can be increased sustainably. Moreover, wage structure of employees need to be reasonable that can encourage them for performance development. Hence, using these strategies in healthcare firm effective workplace culture can be employed that helps in elevation of employee retention and job satisfaction.

3. Relation between Workplace Culture and Practice Development Principle Two 

In order to develop the person-centered culture, practice development principles are formed that can assist the caregivers in their care-giving process. This is a process of continuous development, in which facilitators are engaged with team. Similarly, specific entities are also engaged through this process with the healthcare industry (fons.org, 2017). However, there are 9 principles of practice development and each one is equally important for the improvement of workplace culture in healthcare. Using the practice development principles healthcare organisations can mix-up personal qualities with imagination. Therefore, application of the practice development principle can elevate the skills and wisdom of employees.

In order to employ an effective workplace culture inside healthcare industry ensuring the service quality and mitigation of safety issue is necessary. In this regard, development of shared value is an utmost important factor for the healthcare quality improvement. In the perspective of NSW, Australia it has been observed that practice development has offered momentum gain in its healthcare industry. As per an assessment in Australian healthcare industry, it has been seen that incorporation of practice development principles have concentrated the focus of clinicians whereby person-centered approach is adopted profoundly (health.nsw.gov.au, 2018). Hence, using this fact it can be stated that practice development principles are required internationally to reach the standard level of healthcare services.

It can be assumed through the assessment of practice development principle two that micro systems are immensely dependent on macro and mezzo systems. Hence, changes in the macro and mezzo system have a significant impact over the micro system (fons.org, 2017). However, to improve the existing condition practice development principles are blended with the system that has shown significant improvement in this sector. The prime focus of practice development principle two is delivering care inside the macro system in order to implement positive change inside it. Moreover, in order to meet the goal of practice development, it has been categorised in two parts, which are emancipatory and technical.

Emancipatory is often termed as bottom-up as it focuses on reflection procedure. On a contrary image, technical is termed as top-down due to its focus on technical knowledge and skills of participant (fons.org, 2018). However, using the practice development principles healthcare institutions can deliver merit quality services to their patients and enhancement of skill elevates self-confidence among the employees. In this regard, application of practice development principle two can be considered as a wise approach for employing the practice of effective workplace culture adoption.

Conclusion 

From the above study, it can be concluded that workplace culture is playing essential role in the improvement of healthcare organisations. It has been observed through the analysis that merit quality service is primary requirement for the development of healthcare organisation. Thus, using this quality management strategy, healthcare firm can develop their performances significantly. Apart from this, different theoretical reviews have provided knowledge regarding effective workplace culture that contributes solely to the development of healthcare services. People-centered care can be considered as an effective approach that involves patient-centered approach along with other aspects of healthcare requirement. Similarly, improvement of patient outcomes deliver improved service to the patients whereby healthcare can be improved further. Moreover, considering the staffs as key resources it is important to meet the desires of employees whereby organisation can grab competitive advantage. Additionally, application of practice development principal has engaged more people with the Australian healthcare services that can be considered as a growth acceleration factor for the industry.